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1
Maxwell, Nwinye. "UNLOCKING THE POTENTIALS OF LEADERSHIP THEORIES IN PRIVATE SECONDARY SCHOOLS IN RIVERS STATE." GPH-International Journal of Educational Research 06, no. 12 (2025): 35–47. https://doi.org/10.5281/zenodo.15244899.
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Secondary schools whether private or government institutions need good leadership to be successful. Participativeand democratic leaders contribute to effective business practices.Most individuals became great leaders in their business or careers through training, education, and team management. Teachers who work with school leaders that are employee centered, practice consideration, and transformational leadership are likely to be satisfied and committed to achieve academic excellence. The function of leadership is to produce more leaders, not followers. Leadership should be elevating and inspiring. Private school directors or owners should encourage teachers by motivating and provides quality leadership that could lead to new heights, in performing their duties. Implementing one leadership theory is not sufficient but a combination of theories is necessary for effective school management. Private school leaders in Rivers State should practice different leadership theories such asOhio State studies, transformational, and transactional to create an environment that promotes academic excellence, staff development, and institutional success.
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Mesu, Jos, and Karin Sanders. "Exploring the road less travelled: developing the Core4 leader behaviour model by building on the Ohio State studies and comparing it with transformational and transactional leadership." Leadership & Organization Development Journal 43, no. 8 (2022): 1321–52. http://dx.doi.org/10.1108/lodj-06-2021-0273.
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PurposeIn this study the Core4 model is proposed as a new model of leader behaviour.Design/methodology/approachTwo independent samples were used to test the construct validity of this model in comparison to a seven-factor transformational/transactional leadership model. Next, convergent and discriminant validity of the Core4 model were examined. The Core4 Leadership Questionnaire was also tested for multigroup invariance. Predictive validity of the Core4 model was compared to that of a transformational/transactional model.FindingsResults showed that the Core4 model better fitted the data than the transformational/transactional model. A seven-factor transformational/transactional model could not be established. The findings supported convergent and discriminant validity. The Core4 Leadership Questionnaire was not completely invariant across manufacturing and service organisations, but seems appropriate for application in different environments. The Core4 model was more strongly related to the criterion variables than a four-factor transformational/transactional leadership model.Originality/valueThis research shows that the Core4 model offers a valid alternative for the transformational/transactional model of leader behaviour.
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Dey, Sanjay, Amita Patra, Dillip Giri, and Kanak Madrecha. "From traditional leadership to transformative leadership: A conceptual study on the Leadership Style of the School Principals." International Journal of Management and Development Studies 11, no. 02 (2022): 01–14. http://dx.doi.org/10.53983/ijmds.v11n02.001.
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Introduction: The effectiveness of a school is largely dependent upon its principal. His behavior influences the way a school functions. The most crucial factor in any school is the leadership behavior of the principal and how the principal carries out his leadership behavior and how that reflects the efficiency of school functioning. Today one can notice there is a phenomenal change in the leadership behavior of the principal. Now the environment they are working in is very competitive, advanced, and technical. There are a lot of risks they are encountering in every situation to give their school a sustainable future. In one way they have to address the expectation of society and in the other, they are to meet the expectation of the management. Though their position is tough yet they have to continue their performance up to the satisfaction of the stakeholders. Rationale: The previous research studies were mostly centered on a traditional concept of the leadership style of the principal, which narrows down the role of the principal, and most considered him an instructional leader. Considering this is a research gap the researchers conducted qualitative research on the transformative leadership style of the principal. The ethnographic interview and ethnographic observation established the authenticity and internal consistency of the data and the results thus derived were with a high level of validity. Objective: The purpose of the study was to study the leadership behavior of the school principal concerning transformative leadership style and also to compare the effectiveness of transformative leadership styles concerning the outcomes of the school. Methods: This is a Qualitative Research (QR). Considering the nature of the research, the researchers decided to use a typical research design named concept analysis, since the research tries to identify the insight of the principal towards transformative leadership style through the opinion of their staff members. Research Tools: The Researcher prepared an interview schedule with the questions which were modified from the original questionnaire named, Leadership Behaviors Development Questionnaire (LBDQ) developed by Ohio State University, USA. Data Collection techniques: The data was collected through an Ethnographic interview and Ethnographic observation schedule over an extended period and the writing of extensive field notes by the researchers. Data analysis and interpretation: As this is a qualitative research design, after the data was collected, an in-depth analysis was done, to remove data redundancy, bring stability to the opinion of the respondents, to compare & contrast the opinion of the participants in non-contrived situations. Results: It was found that mostly the principals of urban-based secondary schools are much more aware, motivated, and active in the implementation of transformational leadership style compared to their counterparts in the schools located in the rural area. Again, the ethnographic observations reported that there was a very significant relationship between transformative leadership and the job satisfaction of the staff members. The attrition rate of the staff member was found less and the performance of the school was also continuously better compared to the school leaders having a negative mindset towards transformation. It was also found that transformative leaderships are good for emotional control, social adjustment, and creativity in the professional environment. It was also revealed that the schools with transformative leadership are more advanced in the achievements of many key performance indicators (KPIs). Conclusion: The study concluded that it is very much indispensable for the principals to understand the expectations of the stakeholders and bring innovation to the school. This is required to bring sustainability to the school and rise in a competitive environment.
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Md Amin, Ahmad Fauzi, Rosnah Ishak, Che Soh Said, and Nur ‘adnin Syamil Halik Bassah. "TRANSFORMATIONAL LEADERSHIP LEVEL OF ASSISTANT MEDICAL OFFICER SUPERVISORS AT SELANGOR STATE SPECIALIST HOSPITAL." International Journal of Education, Psychology and Counseling 9, no. 56 (2024): 696–707. https://doi.org/10.35631/ijepc.956042.
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This study aims to evaluate the transformational leadership level of Assistant Medical Officer Supervisors at the Selangor State Specialist Hospital. Supervisor leadership is very important for Assistant Medical Officers, therefore an appropriate leadership approach is required to meet the needs of the organization. This study uses a cross-sectional survey method involving 304 respondents. Data collection was done using the Multifactor Leadership Questionnaire (MLQ) Instrument which measures four dimensions of transformational leadership: ideal influence, inspirational motivation, intellectual stimulation, and individual influence. The study data were analyzed using descriptive statistics. The results of the study show that the supervisor's transformational leadership level is good overall. Among the four dimensions, the level of inspirational motivation has the highest mean value, followed by ideal influence, intellectual stimulation, and individual influence. This reflects that the supervisor has a good ability to motivate and inspire the Assistant Medical Officers in the hospitals. The implication of this study is that although the level of transformational leadership of supervisors is at a good level, there is a need for further intervention to increase the level of leadership to a higher level. For future studies, it is recommended that studies involve more hospitals in the state of Selangor or throughout the country. This is to obtain more comprehensive data and provide a more accurate picture of transformational leadership among Assistant Medical Officer supervisors.
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Lawyer, Amy. "104 Leadership styles of state extension specialists." Journal of Animal Science 97, Supplement_3 (2019): 88. http://dx.doi.org/10.1093/jas/skz258.181.
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Abstract The focus of this study was the leadership styles of extension specialists. Many studies have been conducted on leadership characteristics of extension agents and administrators, however the current knowledge base concerning leadership behaviors of extension specialists is lacking. Traditionally, specialists were strictly used as a resource for subject matter information, however, changes to cooperative extension have seen specialists move into a position that involves leading agent groups and conducting programing that directly serves the clientele. Many specialists find themselves with newly acquired expectations, yet lack training or educational background to ensure these skills. Using a mixed methodological approach, this sequential explanatory study was conducted using transformational leadership theory, with the purpose of examining current leadership characteristics among extension specialists. The specialists were sent a survey which contained questions relating to educational background, make-up and tenure of their position, and included the Multifactor Leadership Questionnaire (MLQ) to analyze self-perceived transformational leadership characteristics. This survey was followed by a voluntary individual interview. The purpose of the interview was to gain a broader understanding of the group’s leadership perspectives. Although no significant connections could be made concerning demographic information and MLQ leadership scores, the group as a whole registered below average for displaying transformational leadership characteristics, ranking in the 40th percentile for composite MLQ scores compared to the general population. The interview data showed that the specialists agreed with the concepts of transformational leadership, however MLQ scores and anecdotal evidence show that practical application of transformational leadership was lacking. Most participants indicated they did not initially feel prepared for their job, and many indicated that interpersonal relationship skills were used more often than their degree specialization. The findings from this study may help to encourage leadership training focused towards extension specialists, and to emphasize the need for leadership skills within this position.
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Daud, Ilzar, and Nur Afifah. "The Relationship between Leadership Style and Employee Outcomes: The Mediating Role of Organizational Commitment." GATR Journal of Management and Marketing Review 4, no. 2 (2019): 100–106. http://dx.doi.org/10.35609/jmmr.2019.4.2(1).
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Objective - The objective of this study is to examine the relationship between transformational leadership styles and job performance and the mediating role of organizational commitment in the relationship between transformational leadership style and job performance in State-Owned Banks in West Kalimantan, Indonesia. Methodology/Technique - The data used to evaluate the model was gathered from the State-Owned Banks in West Kalimantan, Indonesia. 200 permanent employees of those State-Owned Banks participated in the survey. The Structural Equation Modelling (SEM), using LISREL software was employed to examine the relationship among the constructs in this study, which are transformational leadership style, organizational commitment, and job performance. Finding - The findings of this study conclude that transformational leadership style significantly affects job performance and organizational commitment, whereas organizational commitment significantly influences job performance. Briefly, organizational commitment mediates the relationship between transformational leadership styles and job performance in State-Owned Banks in West Kalimantan, Indonesia. Novelty - Most of the previous studies were carried out in western countries, raising doubts about generalizations in research results in developing countries such as Indonesia. Therefore, the novelty of this research is carried out in the context of developing countries, especially in State-Owned Banks in West Kalimantan, Indonesia. Type of Paper - Empirical. Keywords: Transformational Leadership Style; Organizational Commitment; Job Performance. JEL Classification: L22, M12, M19.
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Abu, Sagir Chiroma1* Muhammad Usman Marshall2. "The Impact of Transformational Leadership on Organizational Performance and Employee Engagement." ISRG Journal of Economics, Business & Management (ISRGJEBM) III, no. II (2025): 226–34. https://doi.org/10.5281/zenodo.15161953.
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<em>Organizational performance and employee engagement gain their power from transformational leadership within present-day business competition. The analysis studies transformational leadership effects on organizational performance throughout businesses in Kano State Nigeria. The analysis looks at the employee engagement relationship with transformational leadership and highlights challenges affecting its implementation. The study builds its research through conceptual analysis of established literature alongside empirical studies and theoretical frameworks to develop systematic knowledge of the examined subject. Employee engagement improves substantially through transformational leadership approaches which create areas of motivation and satisfaction together with employee dedication towards their work. The involvement of motivated employees results in stronger organizational performance because they work with greater efficiency while creating new ideas and keep their jobs. Various organizational obstacles hinder widespread implementation of transformational leadership practices throughout Nigerian businesses because Nigerian organizations face resistance to change; maintain hierarchical structures; lack leadership training programs and experience cultural barriers. The research suggests that Nigerian businesses should develop targeted leadership development programs alongside inclusive decision-making processes and adaptable organization structures that promote collaboration and innovative practices. Business organizations must incorporate transformational leadership principles as they work towards cultural alignment with Nigerian work environments.</em>
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Nebolisa Chinwe Mikella and Omene Rita Awele. "Effect of Leadership Styles on Employee Productivity in JUHEL Pharmaceutical Firm Anambra State Nigeria." Educational Dynamics: International Journal of Education and Social Sciences 2, no. 1 (2025): 01–19. https://doi.org/10.70062/educationaldynamics.v2i1.58.
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This study investigated the effects of different leadership styles on employee productivity in JUHEL Pharmaceutical Firm, Anambra State, Nigeria. The primary objectives were to analyze the impact of transformational leadership, evaluate transactional leadership, and explore laissez-faire leadership's influence on productivity, as well as compare these styles' overall effectiveness. Using a quantitative approach, data were collected from 66 employees through structured surveys. Descriptive statistics, correlation analysis, and ANOVA were employed for data analysis. The findings revealed that transformational leadership had a significant positive effect on employee productivity, enhancing motivation and performance. Transactional leadership showed a moderate impact, fostering goal-oriented behaviors and structured work environments. Conversely, laissez-faire leadership was found to have a minimal effect on productivity, often leading to lower employee engagement due to insufficient guidance. Comparative analysis indicated that transformational leadership outperformed the other styles in promoting higher productivity metrics. This study highlights the importance of effective leadership strategies for enhancing productivity in pharmaceutical firms. It suggests that JUHEL Pharmaceutical Firm and similar organizations should prioritize transformational leadership development to achieve optimal performance. The research contributes valuable insights to the field of leadership studies and offers a basis for future investigations into leadership practices and productivity outcomes.
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Arokiasamy, Anantha Raj A. "Moderating influence of school culture on the relationship between transformational leadership and organizational health of secondary school teachers in Malaysia." Economics, Management and Sustainability 2, no. 1 (2017): 19–35. https://doi.org/10.14254/jems.2017.2-1.2.
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This study aimed to determine the level of transformational leadership practices by school principals in the national secondary schools in the state of Pulau Pinang and Kedah Darul Aman, Malaysia. The three dimensions of transformational leadership studied were vision identification, intellectual stimulation and high performance expectations. The study also looks at the level of organizational health as well as the relationship with the practice of transformational leadership by the national secondary school principals’. The respondents consisted of 226 teachers employed in 16 national secondary schools in the state of Pulau Pinang and Kedah Darul Aman, Malaysia. The data obtained was analyzed using SPSS version 20.0. Descriptive analysis and inferential analysis were used to analyze the influence of the relationship. The study found that school culture functions as a moderator in the relationship between the transformational leadership style of school principals’ and the organizational health of the secondary school teachers’ in the state of Pulau Pinang and Kedah Darul Aman, Malaysia. In addition, school culture as a moderator in the relationship between transformational leadership and organizational health is a new discovery in the field of leadership. This is because the organizational health of secondary schools has never been investigated by local researchers. Most previous studies have highlighted transformational leadership and school culture has a direct influence on school improvement.
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WILLIAMS, Alice Motunrayo, and Adekunle Olusola OTUNLA. "Missionaries' Leadership Styles as Determinants of Productivity in The Redeemed Christian Church of God Region-39, Ondo State." Lead City Journal of Religions and Intercultural Communication 2, no. 2 (2024): 196–212. https://doi.org/10.5281/zenodo.14538048.
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Productivity of missionaries is perceived to significantly influenced by the leadership styles (LSs) they adopt. Despite numerous studies on missionary work and training, there seems not to be many studies on the impact of leadership style on missionary productivity, particularly within the mission fields of the Redeemed Christian Church of God (RCCG). Hence, this study investigated missionaries' leadership styles as determinants of productivity within the mission fields of the RCCG Region-39, Ondo State. The theoretical basis resides within transformational theory, and the <em>missio dei</em> theory. The study adopted descriptive survey research design, and simple random sampling technique was adopted to select 100 respondents. Data were collected using a duly-validated questionnaire (r=0...). Data was analyzed using frequency counts and percentages. Findings revealed that leadership style adopted by field missionaries of RCCG Region-39 includes laissez-faire leadership style, transformational leadership style, democratic leadership style, and servant leadership style, and that transformational and servant LSs has fostered growth among parishes established under RCCG Region-39, with increased church attendance (70%) facilitated a harmonious relationship between the church and the host community (75%) and led to rapid promotion among missionaries working in RCCG Region 39 (71%). Similarly, majority of the respondents agreed that leadership style contributed to the growth of parishes (66%) and brought about increase in church attendance (71%). Moreover, findings revealed that majority of the respondents believed that the leadership style has improved the relationship between the church and the host community (66%) and also acknowledged the rapid promotion (75%) among missionaries. The study therefore, concludes that transformational leadership and servant leadership styles are mostly adopted and recommends that missionaries should embrace Transformational and Servant Leadership styles to enhance their missions field productivity within RCCG Region-39, and must recognize that leadership entails service.
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Suparwadi, Suparwadi, Mochammad Al Musadieq, Muhammad Faisal Riza, and Benny Hutahayan. "Examining the Nexus of Transformational Leadership, Intellectual Capital, and Innovation: Implications for Organizational Performance." WSEAS TRANSACTIONS ON COMPUTER RESEARCH 13 (April 7, 2025): 259–69. https://doi.org/10.37394/232018.2025.13.24.
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This paper aims to provide insights into the intricate relationship between transformational leadership, intellectual capital (IC), innovation, and organizational performance directed towards Indonesia's state universities. The analysis in the study is based on survey data collected from 105 respondents (students) across 21 universities and employs elaborate advanced SmartPLS-SEM(v3.0). While the article showed no significant relationship between transformational leadership and innovation, a positive link was established from studies on transformational leaders to organizational performance. A sad research also shows how intellectual capital correlates with management results and support for innovation by presenting its advantages. Furthermore, it shows that innovation has a positive effect on organizational performance highlighting its transformational leadership. Cite this research provides insights for those of you who may interact in the Indonesian public university context and more broadly on leadership, intellectual capital, innovation, and performance dynamics.
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Ketut Surya, Ida Bagus, Salustiano Dos Reis Piedade, and I. Gede Riana. "A COHERENCY OF TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL COMMITMENT, AND EMPLOYEE PERFORMANCE." International Journal of Business Management and Economic Review 05, no. 04 (2022): 01–10. http://dx.doi.org/10.35409/ijbmer.2022.3407.
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Higher education plays an important role and has become a priority in creating and enhancing skills in developing countries. However, there are many challenges and problems faced in carrying out educational visions. This study was to investigate the coherency of transformational leadership, organizational commitment, and employee performance. This study uses a quantitative method with the questionnaire administered to collect data from 120 employees at the ministry of higher education at Timor Leste, using SmartPLS3 as the data analysis. These studies state that beneficial role of transformational leadership on organizational commitment, however transformational leadership is not proved on intensify employee performance. Moreover, the commitment organization has an essential role on intensify employee performance. The relationship transformational leadership on employee performance is fundamentally mediated by commitment organizational. Whereas, implication of this study revealed that the leader should be ability to enhance the commitment of employees to the organization, so that intensify employee performance
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Idiko, Bomanaziba, and Obah Daddy Obah. "ACCELERATING ORGANIZATIONAL PERFORMANCE THROUGH TRANSFORMATIONAL LEADERSHIP." International Journal of Research in Commerce and Management Studies 05, no. 02 (2023): 67–81. http://dx.doi.org/10.38193/ijrcms.2023.5206.
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This study investigated the impact of transformational leadership on organizational performance: A survey of all commercial banks in Yenagoa, Bayelsa State, Nigeria. The study employed simple random sampling technique to collect data with 300 questionnaires administered to staffs and 150 were returned. The study adopts spearman rank-order correlation coefficient statistical technique with the aid of SPSS IBM version 20 to examine the relationship the explanatory variable and predatory variable using 5% level of significance to test the hypotheses. The study reveals that there is a positive relationship between idealized influence, inspirational motivation, intellectual stimulation and individualized consideration of transformational leadership and organizational performance. Therefore, the study summarized that there is a positive link between transformational leadership and organizational performance. The research recommends that, managers should develop of specific, challenging and attractive vision that pay attention to self-efficacy; promote employees’ capabilities and capacities via training and coaching that will enhance the well-being of employees and increase productivity and commitment thereon.
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Lukman, Hakim* Diana Sulianti K. Tobing &. Istifadah. "THE EFFECT OF TRANSFORMATIONAL LEADERSHIP STYLE AND WORK DISCIPLINE TOWARD JOB SATISFACTION AND THE PERFORMANCE OF COOPERATION EXTENSION OFFICER OF EAST JAVA'S STATE MINISTER FOR COOPERATIVES SMALL AND MEDIUM ENTERPRISES (SME)." INTERNATIONAL JOURNAL OF RESEARCH SCIENCE & MANAGEMENT 6, no. 3 (2019): 24–29. https://doi.org/10.5281/zenodo.2614300.
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In various fields, especially organizational life, human factors are the main problem in every activity in it. To find out the extent of the role and contribution of human resources in achieving organizational success, performance measurement is certainly needed. The purpose of this study is to examine the effect of Transformational Leadership Style and Work Discipline on Job Satisfaction and Employee Performance. This research is a review of the theory and several studies which have been conducted on the Style of Transformational Leadership, Work Discipline, Job Satisfaction, and Employee Performance. The results of the study became a reference to improve Employee Performance related to Transformational Leadership Style, Work Discipline and Job Satisfaction.
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Tusianah, Rias, Sudjarwo Sudjarwo, Cucu Sutarsyah, Eka Sofia Agustina, and Bujang Rahman. "Does Transformational Leadership Still Run Effectively in A Conflict Setting?" WSEAS TRANSACTIONS ON SYSTEMS 22 (May 22, 2023): 495–511. http://dx.doi.org/10.37394/23202.2023.22.50.
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This article aims to describe the influence of servant and transformational leadership on teacher work productivity and the role of mediating conflict resolution. There is a lot of research on leadership but not much research on how leadership handles conflict. Several research studies have investigated how leaders respond to conflict and the most common conflict management. However, no research is available to determine public preferences for conflict resolution options. The application of transformational leadership is known for its toughness and has been widely discussed. However, there is a phenomenon where school principals experience a decline and schools experience many problems. One of the factors inhibiting school progress is conflict. The author presents how to manage a school or organization in conflict settings by offering a servant leadership style. These matters are discussed in this article. This study used a quantitative survey design with 300 high school teachers as respondents to rate the leadership of school principals from 15 districts in Lampung Province. The results of Amos 23 calculations state that servant leadership has a positive effect on handling conflict (87.5%) and on teacher’s work productivity (37, 4%), while transformational leadership has a positive effect on handling conflict (8.7%) and negative effect on teacher work productivity (-68.8%). The research concludes that (1) servant leadership is a good predictor of teacher work productivity and a solution for conflict resolution in schools; (2) when there is conflict, transformational leadership is not a solution; (3) conflict handling is directly proportional to teacher work productivity; and (4) conflict handling becomes a good mediator for servant leadership and transformational leadership for teacher work productivity.
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Lazuardi, Muhammad Lutfi, Muhammad Rizal, and Ria Arifianti. "Tinjauan Literatur Kepemimpinan Transformasional Pada Usaha Kecil Menengah (UKM)." Organum: Jurnal Saintifik Manajemen dan Akuntansi 1, no. 2 (2018): 97–107. http://dx.doi.org/10.35138/organum.v1i2.37.
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Transformational leadership is a leadership style. The leader, capable of identifying the changes that need to be made, creating a vision to guide the changes through inspiration and implementing them under group commitment. The role of a leader in exerting his/her influences is so important for supporting the company activities, including Small and Medium Enterprises (SMEs). A comprehensive understanding of the state-of-the-art of transformational leadership is still needed. Therefore, this article aims to classify, identify scientific publications and carry out a thematic analysis of the latest literature to create an extensive and detailed understanding of transformational leadership specifically in Small and Medium Enterprises (SMEs). The research method was conducted by using Systematic Mapping Study (SMS) to analyze scientific publications of transformational leadership in Small and Medium Enterprises (SMEs) which were generated based on the focus and type of research from time to time. The results of this study produced a categorization and quantification of transformational leadership studies in various dimensions as well as an overview of topics and trends in transformational leadership research in Small and Medium Enterprises (SMEs) today.Kepemimpinan transformasional adalah gaya kepemimpinan yang pemimpinnya mampu mengidentifikasi perubahan yang dibutuhkan, menciptakan visi untuk memandu perubahan melalui inspirasi, dan menjalankan perubahan dengan komitmen anggota kelompok. Peran pemimpin perusahaan sangat diperlukan apabila mampu memberikan pengaruh dalam menunjang aktivitas perusahaan. Termasuk pada perusahaan skala Usaha Kecil Menengah (UKM). Pemahaman menyeluruh tentang state-of-the-art dari kepemimpinan transformasional masih dibutuhkan. Oleh karena itu, artikel ini bertujuan untuk mengklasifikasikan, mengidentifikasi publikasi-publikasi ilmiah dan melakukan analisis tematik terhadap literatur terkini guna menciptakan pemahaman yang ekstensif dan terperinci di bidang kepemimpinan transformasional secara spesifik pada Usaha Kecil Menengah (UKM). Metode penelitian dilakukan dengan cara Systematic Mapping Study (SMS) untuk menelaah publikasi ilmiah di bidang kepemimpinan transformasional pada Usaha Kecil Menengah (UKM) yang dihasilkan berdasarkan fokus dan tipe riset dari waktu ke waktu. Hasil penelitian ini menghasilkan kategorisasi dan kuantifikasi studi kepemimpinan transformasional dalam berbagai dimensi, serta ikhtisar topik dan tren penelitian kepemimpinan transformasional pada Usaha Kecil Menengah (UKM) saat ini.
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Risambessy, Agusthina, and Paulus L. Wairisal. "Exploring the relationship of supply chain transformational leadership and supply chain innovations performance on MSMEs satisfaction supply chain outcomes." Uncertain Supply Chain Management 11, no. 4 (2023): 1801–10. http://dx.doi.org/10.5267/j.uscm.2023.6.011.
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In a complex digital era, innovative supply chain management is the key to success in overcoming logistical challenges. By implementing the latest technology, adopting innovative strategies, and managing risk well, Micro, Small and Medium Enterprises (MSMEs) can improve supply chain efficiency and effectiveness. The main driver of innovation is leadership in the supply chain. The supply chain network views transformational leadership and innovation as a source of competitive advantage. This study attempts to examine the direct and indirect relationship between supply chain transformational leadership, supply chain innovation performance, and satisfaction with supply chain outcomes. The main objective of this study is to analyze the mediating effect of supply chain innovation performance on the effect of supply chain transformational leadership on supply chain outcomes. The study uses structural equation modeling (SEM) with SmartPLS 3.0 software where primary data are obtained through a survey by distributing questionnaires. Respondents from this study were 507 leaders of MSMEs who were included in the purposive sampling criteria. The results of the instrument scale test used in this study met the standards of validity and reliability analysis. The results of the regression analysis of this study indicate that supply chain transformational leadership had a significant and positive effect on satisfaction of supply chain outcomes. Supply chain transformational leadership also maintained a significant and positive effect on supply chain innovation performance. Moreover, supply chain innovation performance provided a significant and positive effect on supply chain outcomes. There was also a partial support in examining the effect of mediating variables on supply chain innovation performance on the positive effect of chain transformational leadership. The theoretical implication of this research is that the results of this study support previous research studies which state that supply chain transformational leadership had a positive and significant contribution to satisfaction of supply chain performance and encourages the improvement of MSMEs. The practical implication of this research is that MSMEs managers must use transformational leadership to encourage increased performance and innovation because the results of this study have proven that transformational leadership in the supply chain will contribute to increased innovation and performance of MSMEs.
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Yousfi, Ahmed amine, та Abdelhamid Naidjat. "أثر الأنماط القيادية على أداء العاملين - دراسة حالة بمصنع عموري لصنع الأجر". Finance and Business Economies Review 2, № 1 (2018): 15–37. http://dx.doi.org/10.58205/fber.v2i1.1698.
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This study aimed to determine the effects of leadership styles (Transformational Leadership, Transactional Leadership and Laissez faire Leadership) on the performance of employers in the factory of Amouri that produces bricks in the state of Laghouat. And to achieve the study objectives the study model was developed based on previous studies in this field, the questionnaire was distributed to a sample consists (142). statistical package for social science (SPSS) were used to analyse the collected data, as the results showed that there is no significant effect of laisser-faire leadership and transformational leadership on the employers performance, also there is significant effect of the transactional leadership on the employer’s performance. The study recommended the need to give more attention and clarify the leading role of leadership in the factory, by providing the factory employers with theoretical knowledge that highlights the importance of leadership and its styles to achieve the objectives of the factory, attention to factors and characteristics that lead to high level of performance of workers.
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Wahyudin, Aji, Muhamad Furqon, Galuh Prabowo, and Ahmad Abdullah Zawawi. "Application of Style Leadership Transformational in Islamic Education Institutions." Ar-Rosikhun: Jurnal Manajemen Pendidikan Islam 3, no. 3 (2024): 218–26. http://dx.doi.org/10.18860/rosikhun.v3i3.27705.
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This research aims to analyze the application of transformational leadership style in Islamic educational institutions. In the context of Islamic educational institutions, the application of this leadership style is expected to improve the quality of education, build a positive work culture, and encourage the holistic development of the potential of students and staff. This research aims to explore the importance of the role of transformational leadership in Islamic educational institutions and its impact on various aspects of operations and learning. The research uses a qualitative approach with this type of literature study research using data collection techniques using several literature studies such as books, scientific journals, and supporting documentation. The results of this research show that transformational leadership is critical in facing contemporary challenges and ensuring that Islamic educational institutions do not only focus on academic achievement but also on developing student character through Islamic values. There are many phenomena that researchers have found in several Islamic educational institutions, for example: many teachers resign every year, they lack motivation and awareness of their duties as teachers or carry out their duties only because of rewards or punishments, and a lack of trust and loyalty towards school institutions. By implementing this transformational leadership style, it provides several positive impacts, the role of the principal is a model, encouraging subordinate performance, harmonizing the work environment, empowering employees, acting based on a value system, continuously improving their abilities, and having the ability to overcome complex situations. So with this research, it is hoped that the results of this research will be that this transformational leadership style can be applied to Islamic educational institutions, that have not yet used this leadership style, especially institutions that have a large number of students, both private and state because the results show that the transformational leadership style is very effectively applied to educational institutions today.
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Olusegun, Ogundimu. "Influence of Leadership Communication on Workers Productivity in Petroleum Training Institute, Efurun, Delta State, Nigeria." International Journal of Sub-Saharan African Research 2, no. 4 (2024): 406–22. https://doi.org/10.5281/zenodo.14567615.
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<strong>Background: </strong>Leadership communication has transitioned from rhetorical argumentation to transformative strategies of emotional intelligence, storytelling, and adaptability. For Petroleum Training Institute in current leadership contexts, these methods are essential for allowing trust, partnership, and commitment. <strong>Objective: </strong>The goal of this study was to analyze the common traits of effective leadership communication and assess its fitness for various situations and barriers, such as culture and digital miscommunication. <strong>Method: </strong>This research utilized a qualitative, descriptive research design. Speeches, leadership case studies, and interviews were analyzed thematically to identify patterns and insights about effective communication strategies. <strong>Results: </strong>Traits identified in the core include emotional ones (65%), storytelling (60%), vision alignment (50%), and empathy (45%). Nonverbal elements added trust, clarity, and engagement. Factors were conceptualized, and a conceptual model underscored the interplay of these factors with adaptability. <strong>Conclusion: </strong>Trust, collaboration, and empathic, adaptive, sensitive cultural communication is transformational leadership communication. <strong>Unique Contribution: </strong>This study bridges the gap between traditional rhetorical and modern transformational communication frameworks. <strong>Key Recommendation: </strong>Digital tools should augment storytelling and emotional intelligence for inclusivity, and leaders should use them to do so. <strong> </strong>
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Jalin, Thomas. "Women Transformational Leadership: A Case Study in Sabah." International Journal for Innovation Education and Research 6, no. 7 (2018): 89–98. http://dx.doi.org/10.31686/ijier.vol6.iss7.1107.
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This research survey was done in relation to my studies at University Technology Malaysia (UTM) specialising in Management and Administration in Education. The main aim and objective of my study is to critically analyse women transformational leadership issues in the Government Sectors and Non-governmental Organisations (NGOs), as well the chances of women to be appointed as District Officer and Assistant District Officer in the State Administration of Sabah. Thirty (30) Sabahan women leaders are randomly selected as respondents from the five (5) Organisations in the Government Sector and (5) five NGOs for this study. The survey questionnaires were distributed to the targeted respondents to find out their needs and expectations, if any, for their views, opinions and recommendations on how to improve women opportunities for career advancement within their respective organisations and workplace in Sabah.
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García Martín, Rafael, Alfonso Duran-Heras, and Karen Reina Sánchez. "Influence of Leadership Styles on Sustainable Development for Social Reconstruction: Current Outcomes and Advisable Reorientation for Two Aerospace Multinationals—Airbus and TASL." Sustainability 15, no. 19 (2023): 14047. http://dx.doi.org/10.3390/su151914047.
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This article analyzes the influence and foreseeable evolution of three main leadership styles in sustainable development for social reconstruction in two leading companies, the European Airbus and the Indian Tata Advanced Systems Ltd. (TASL) (Mumbai, India). Inductive research was employed, using two cross-national case studies and a comparative analysis applying statistical testing. Data were collected through interviews and a survey among principal company leaders with several functions. The study focused on three styles: transactional, transformational, and servant leadership. The strength of this paper is that it sheds light on an understudied industry by providing findings on both the present (as-is) state and the advisable reorientation (i.e., future state suggested by respondents). This could contribute to filling the current gap in understanding the influence of leadership styles on the aerospace and defense industries’ economic, social, and environmental outcomes. By analyzing the results obtained in both companies, we concluded that even though all three styles are present in both companies, servant and transformational leadership provide better results for sustainable development for social reconstruction. Regarding the advisable reorientation, according to the respondent’s suggestions, the style best suited to influence sustainable development for social reconstruction in the long term in both companies is the servant style. As for the transitional phase, respondents suggest a hybrid leadership model, encompassing features of both the transformational and the servant styles.
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Soeharso, Silverius, and Kristiana Dewayani. "THE RELATIONSHIP BETWEEN PSYCHOLOGICALl CAPITAL AND READINESS FOR CHANGE ON THE TRANSFORMATION PROGRAM OF STATE OWN COMPANY AND PRIVATE COMPANY IN JABODETABEK AREA: LEADERSHIP STYLE AS MEDIATOR." International Journal of Accounting and Business Society 28, no. 3 (2020): 113–44. http://dx.doi.org/10.21776/ub.ijabs.2020.28.3.5.
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Research aim: The aim of this research research was to examine whether leadership style mediated the relationship between psychological capital and readiness for change in the process of organizational transformation of state-owned and private companies in Jabodetabek, Indonesia. Design/ Methodology/ Approach: A survey was conducted on 149 employees from 256 of private companies and state own company’s. There were three instruments used: the scale of readiness for change from Hanpachern et.al (1997) and Armenakis et.al (1999; 2013), the scale of psychological capital from modified by Dewayani (2014), and the scale of leadership (transformational and transactional) from Bass and Riggio (2006). All three of these measurement scales have strong reliability scores between .82 to .91. The data was analysed by SEM (Structural Equation Modeling) and the STATCAL statistical program. Research findings: The results revealed that the perception of employee self-leadership fully mediated the relationship between psychological capital and readiness for change. Theoretical contribution/ Originality: It is suggested that in a process of transformation, the role of both the transactional and transformational leadership styles is important, but transformational leadership has more significant influence in the process of organizational transformation. although in theory and previous studies have stated that transformational leadership is more significant than transactional leadership in the process of organizational transformation, in this study shows the level of position in the organizational hierarchy also influences. In this study shows that at the staff level especially sacrificed proves that the transactional leadership style is more influential than the transformational leadership style. Thus, in the process of organizational transformation both leadership styles need to be applied depending on the group of employees that will be influenced. The lower the position, the more the need to apply transactional leadership style, the higher the position the possibility of the need for transformational leadership style. Practitioner/ Policy implication: From the description above, readiness for change can be interpreted as psychological and physical readiness, to understand the need for changes needed by the organization, individual beliefs to be able to implement planned or proposed changes and to believe that these changes can have a positive impact, both for themselves and organization. Research limitation: The sample size is too small to generalise the findings to the larger population. In addition to samples that are too small to be generalized to a larger population, this study also only involves samples in Jabodetabek so that it is less representative of the population in Indonesia, other than that it is only taken from the staff level so that the managerial level is not examined in this study. Manuscript type: Research paper.
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Soeharso, Silverius, and Kristiana Dewayani. "THE RELATIONSHIP BETWEEN PSYCHOLOGICALl CAPITAL AND READINESS FOR CHANGE ON THE TRANSFORMATION PROGRAM OF STATE OWN COMPANY AND PRIVATE COMPANY IN JABODETABEK AREA: LEADERSHIP STYLE AS MEDIATOR." International Journal of Accounting and Business Society 28, no. 3 (2020): 113–44. http://dx.doi.org/10.21776/ub.ijabs.2020.28.3.5.
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Research aim: The aim of this research research was to examine whether leadership style mediated the relationship between psychological capital and readiness for change in the process of organizational transformation of state-owned and private companies in Jabodetabek, Indonesia. Design/ Methodology/ Approach: A survey was conducted on 149 employees from 256 of private companies and state own company’s. There were three instruments used: the scale of readiness for change from Hanpachern et.al (1997) and Armenakis et.al (1999; 2013), the scale of psychological capital from modified by Dewayani (2014), and the scale of leadership (transformational and transactional) from Bass and Riggio (2006). All three of these measurement scales have strong reliability scores between .82 to .91. The data was analysed by SEM (Structural Equation Modeling) and the STATCAL statistical program. Research findings: The results revealed that the perception of employee self-leadership fully mediated the relationship between psychological capital and readiness for change. Theoretical contribution/ Originality: It is suggested that in a process of transformation, the role of both the transactional and transformational leadership styles is important, but transformational leadership has more significant influence in the process of organizational transformation. although in theory and previous studies have stated that transformational leadership is more significant than transactional leadership in the process of organizational transformation, in this study shows the level of position in the organizational hierarchy also influences. In this study shows that at the staff level especially sacrificed proves that the transactional leadership style is more influential than the transformational leadership style. Thus, in the process of organizational transformation both leadership styles need to be applied depending on the group of employees that will be influenced. The lower the position, the more the need to apply transactional leadership style, the higher the position the possibility of the need for transformational leadership style. Practitioner/ Policy implication: From the description above, readiness for change can be interpreted as psychological and physical readiness, to understand the need for changes needed by the organization, individual beliefs to be able to implement planned or proposed changes and to believe that these changes can have a positive impact, both for themselves and organization. Research limitation: The sample size is too small to generalise the findings to the larger population. In addition to samples that are too small to be generalized to a larger population, this study also only involves samples in Jabodetabek so that it is less representative of the population in Indonesia, other than that it is only taken from the staff level so that the managerial level is not examined in this study. Manuscript type: Research paper.
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Pancasasti, Ranthy. "MANAGING ORGANIZATIONAL CITIZENSHIP BEHAVIOR HUMAN RESOURCES OF EDUCATION IN BASIC SCHOOL IN THE SERANG CITY." IJHCM (International Journal of Human Capital Management) 2, no. 1 (2018): 1–9. http://dx.doi.org/10.21009/ijhcm.02.01.01.
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The purpose of this research is to know the direct influence of transformational leadership, organizational climate, team work, and emotional intelligence toward organizational citizenship behavior of human resources at State Elementary School in Serang City. This study used survey methods, and included in quantitative research. The number of population in this study as many as 433 people, the sample amounted to 100 people, taken by random sampling technique. Method of data collection were conducted by interviews, questionnaires, and documentation studies. The result of the research shows that there are positive direct influence of transformational leadership, organizational climate, team work, and emotional intelligence toward the organizational citizenship behavior of human resources personnel at elementary school in Serang city. The emotional intelligence factor is the variable that has the greatest influence on the organizational citizenship behavior. Teamwork factor is the smallest variable of influence on organizational citizenship behavior.
 Keywords: Transformational Leadership, Organizational Climate, Team Work, Emotional Intelligence, and Organizational Citizenship Behavior.
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Pancasasti, Ranthy. "MANAGING ORGANIZATIONAL CITIZENSHIP BEHAVIOR HUMAN RESOURCES OF EDUCATION IN BASIC SCHOOL IN THE SERANG CITY." IJHCM (International Journal of Human Capital Management) 2, no. 1 (2018): 1–9. http://dx.doi.org/10.21009/ijhcm.021.01.
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The purpose of this research is to know the direct influence of transformational leadership, organizational climate, team work, and emotional intelligence toward organizational citizenship behavior of human resources at State Elementary School in Serang City. This study used survey methods, and included in quantitative research. The number of population in this study as many as 433 people, the sample amounted to 100 people, taken by random sampling technique. Method of data collection were conducted by interviews, questionnaires, and documentation studies. The result of the research shows that there are positive direct influence of transformational leadership, organizational climate, team work, and emotional intelligence toward the organizational citizenship behavior of human resources personnel at elementary school in Serang city. The emotional intelligence factor is the variable that has the greatest influence on the organizational citizenship behavior. Teamwork factor is the smallest variable of influence on organizational citizenship behavior.
 Keywords: Transformational Leadership, Organizational Climate, Team Work, Emotional Intelligence, and Organizational Citizenship Behavior.
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White, Timothy P. "California’s State University: A Leadership Perspective." Journal of Transformative Leadership & Policy Studies 5, no. 1 (2015): 7–16. http://dx.doi.org/10.36851/jtlps.v5i1.481.
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Editor’s Introduction: Dr. Timothy P. White has served as chancellor of the California State University (CSU) system since late 2012. As chancellor, he oversees 23 campuses, over 460,000 students, and 47,000 faculty and staff. The CSU spans the entire state of California and has an an-nual budget of more than $5 billion. It is one of the most diverse and most affordable university systems in the country. In June 2015, members of the Editorial Board of The Journal of Transformative Leadership and Policy Studies (JTLPS) met with Chancellor White in Long Beach, California to engage on issues surrounding leadership, policy and transformational change across the largest four-year system of higher education in the United States. This reflective essay was culled from a transcribed inter-view and themed around six major areas: institutional vision, leadership, future of the California State Univer-sity system, facilitating system level change, the CSU as a state-wide system with local flavors, and legacy fore-sight. The title to this reflective essay came from Chancel-lor’s White interview as he asserted that the official name of the university was California State University and that in a sense the apostrophe “s” as a possessive would ide-ally reflect that the system is California’s state university.
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Pakpahan, Gernaida Krisna R., and Frans Pantan. "Destructive Leadership in State and Religion: An Exegetical Study of Hosea 7:1-16." Old Testament Essays 35, no. 2 (2022): 1–19. http://dx.doi.org/10.17159/2312-3621/2022/v35n2a11.
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Leadership has always been an unresolved problem across time or space. Balancing destructive leadership practices is essential especially in the context of religion and the state. Changes in models occur to answer the need for effective and relevant leaders. Various models of leadership are attested including servant leadership, transactional leadership, supportive leadership, laissez-faire leadership, transformational leadership and other positive leadership. The importance of a positive model in bringing full awareness to leaders in carrying out the leadership mandate is emphasised in this essay. The study focuses on the definition of destructive leadership and destructive leadership models practised by Israelite leaders during the ministry of Prophet Hosea in the eighth century B.C.E based on the text of Hosea 7:1-16. A destructive leader is described as one who negatively influences his followers. The negative influence may lead to the destruction of the organisation he/she leads. The destructive leadership model found in Hosea 7:116 is not integrity-oriented but power-oriented and individual-oriented. Three factors characterise it-the leader, the followers and the environment.
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Mfuni, Geofrey Joseph. "A Comprehensive Literature Review on The Role of Leadership Styles In Implementation Of Strategic Plans In Malawi State-Owned Enterprises." IJEBD (International Journal of Entrepreneurship and Business Development) 8, no. 1 (2025): 25–29. https://doi.org/10.29138/ijebd.v8i1.3002.
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The development of strategic plans has become sort of a cliché in recent years. However, studies show that developing a strategic plan is way easier than implementing it. The aims of the study are to find out the role that leadership styles play in the implementation of strategic plans and to recommend the most appropriate leadership style for use during the implementation of strategic plans. Data for this study was sourced from relatable previous studies from across the globe and those close to Malawi. The literature was sourced online using Google Scholar search engine. The findings show that indeed, leadership styles have a role to play when it comes to the implementation of strategic plans. The most common leadership styles are transformational, autocratic, democratic, laissez-faire and transactional. The study recommends the use of all other leadership styles except autocratic which is deemed to be oppressive to the team. All the other leadership styles encourage teamwork, commitment and working towards the same goals.
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Peters, Michael A. "Who Leads, Who Follows? Critical Review of the Field of Leadership Studies." Beijing International Review of Education 5, no. 1-2 (2023): 25–50. http://dx.doi.org/10.1163/25902539-05010009.
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Abstract This article surveys the field of leadership studies from its inception as ‘Great Man’ historical analysis strongly influenced by Thomas Carlyle and by Max Weber’s classic work on the concept of charisma in his theorizing of ‘authority’ within the modern bureaucratic state. Both approaches require careful deconstruction. The Weberian approach is still of relevance to the consideration of underlying political theories of leadership. The article surveys and reviews the formation of the field by reference to trait studies and leadership development and education before mentioning ‘School Leadership For Social Justice, Equity and Diversity’. The next section of the paper focuses on the contemporary paradigm of transformational leadership and the attendant notion of ‘the policy context’ of New Public Management and the Creative Economy as the defining context for creative leadership. The next two sections introduce the feminist critique of leadership studies and what has become known as ‘critical leadership studies’. Finally, the paper considers leadership in the twenty-first century by reference to three moments: (i) multipolarity and the production of global public goods; (ii) the biodigital future; and, (iii) the ecological-systems model of leadership. A brief postscript considers crisis leadership for post-apocalyptic survival.
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Thanh, Nguyen Hai, and Nguyen Van Quang. "Transformational, Transactional, Laissez-faire Leadership Styles and Employee Engagement: Evidence From Vietnam’s Public Sector." SAGE Open 12, no. 2 (2022): 215824402210946. http://dx.doi.org/10.1177/21582440221094606.
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Leadership style is considered one of the critical factors in employee engagement with the leader, the organization, and the organization’s success. So far, there have been studies on the relationship between leadership style and employee engagement. However, there has been no research on the relationship between leadership style and the engagement of civil servants in Vietnam’s provincial public sector, which is a gap that needs to be researched. Therefore, this study examines the relationship between three leadership styles, namely transformational leadership, transactional leadership, and laissez-faire leadership concerning engagement to work and performance of public sector employees, and at the same time determines the relationship of leadership styles with demographic variables and with employee engagement in the Vietnamese public sector. The study data were collected from a convenient sample of leaders from the departmental level to the board of directors, and the survey sample was also collected from employees in state agencies who were feedback by answering questionnaires at a time. A total of 325 people, who are leaders and civil servants in the provincial public sector in Vietnam, responded. SPSS statistical software version 26.0 was used to process the data obtained through surveying the opinions of respondents in the leadership style questionnaire and the employee participation questionnaire. The results of the analysis show that leadership styles are closely related to employee engagement. The study also discovered that the level of an employee’s engagement to work depends largely on leadership style. Recommendations are made when a leader practices the right leadership style to increase employee engagement and vice versa.
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WEGNER, Roger da Silva, Samuel Vinícius BONATO, Michel Barboza MALHEIROS, Deoclécio Junior Cardoso da SILVA, and Vania de Fatima Barros ESTIVALETE. ""COME ON TEAM, THE ENVIRONMENT NEEDS US! ARE YOU WITH ME?" RESEARCH ITINERARIES, SCENARIO AND FUTURE DIRECTIONS OF ENVIRONMENTALLY-SPECIFIC TRANSFORMATIONAL LEADERSHIP." Boletim de Conjuntura (BOCA) 15, no. 45 (2023): 435–53. https://doi.org/10.5281/zenodo.8370765.
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Environmentally specific transformational leadership (ESTL) fits into the emerging leadership styles in People Management and Organizational Behavior studies and has contributed to the construction of work environments dedicated to environmental issues. Thus, this study aimed to analyze the state of the art of international scientific production on ESTL, presenting a research agenda, through the identified gaps. For this, a systematic literature review was conducted, using the Web of Science database, in the time period 2013-2023. The 21 studies that made up the textual corpus of the review were analyzed using the R and RStudio software, using the Bibliometrix package, and the VOSviewer software. With this, the results revealed the profile of the publications and how the conceptual structure of the field is constituted, through the analysis of the thematic map (which classified the corpus into basic themes, motor themes, emerging or declining themes and niche themes). and bibliographic coupling, revealing studies on the subject and its relationship with green organizational characteristics (cluster 1) and with green human resource management (cluster 2). It should be noted that, as far as we know, this is the first study focused on systematizing the available knowledge around the theme, bringing contributions to the advancement of the field, in addition to signaling unexplored paths in the literature.
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Novitasari, Deltari, Fitri Kurniawati, Adi Muhammad Nur Ihsan, and Wiwin Saputra. "THE INFLUENCE OF TALENT MANAGEMENT, EMPLOYEE ENGAGEMENT, AND LEADERSHIP STYLE ON THE PERFORMANCE OF STATE-OWNED ENTERPRISES." Indo-Fintech Intellectuals: Journal of Economics and Business 5, no. 2 (2025): 4630–39. https://doi.org/10.54373/ifijeb.v5i2.2942.
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This study examines the influence of talent management, employee engagement, and leadership style on the performance of State-Owned Enterprises (SOEs). Using a quantitative approach, data were collected from employees across various SOEs and analyzed using multiple regression techniques. The findings reveal that all three factors significantly impact organizational performance, with employee engagement being the strongest predictor. Talent management plays a crucial role in attracting, developing, and retaining skilled employees, while leadership style influences motivation and overall workplace effectiveness. These results highlight the importance of strategic human resource management and transformational leadership in enhancing SOE performance. The study contributes to theoretical frameworks such as the Resource-Based View (RBV) and Job Demands-Resources (JD-R) model, reinforcing the role of human capital in organizational success. Practical implications include the need for SOEs to prioritize employee engagement initiatives, leadership development programs, and effective talent management strategies. Future research should explore longitudinal studies and incorporate objective performance measures to further validate these findings.
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Lee, Minsu, and Byung Soon Choi. "The Current State and Future Directions of Military Leadership Research in South Korea." Korean Academy Of Leadership 16, no. 1 (2025): 3–33. https://doi.org/10.22243/tklq.2025.16.1.3.
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The purpose of this study is to examine the current state and future directions of military leadership research in South Korea, thereby highlighting the importance of military leadership, understanding its current status, and proposing developmental strategies for future research. Through a review of literature and prior studies, this study compares the concepts of military leadership with general leadership in detail, demonstrating that the leadership theories and models applied to general organizations are equally applicable to military organizations. Despite rapid changes in warfare due to advancements in weapon systems, the significance of military leadership in the human domain remains critical, given the unique challenges of leadership in the military, such as the number of leaders, the scale of their influence, and extreme leadership situations. An analysis of scholarly research trends from academic journals reveals that most domestic studies on military leadership quantitatively focus on the effectiveness of specific leadership styles— such as transformational leadership, authentic leadership, servant leadership, and ethical leadership— when employed by junior military officers toward their subordinates. Practical studies conducted by leadership-related departments in the Army, Navy, Air Force, and Marine Corps cover topics such as leadership diagnosis, educational content, leadership development programs, and conceptual frameworks. However, these studies lack depth and systematic approaches. Based on the current state of military leadership research, the study proposes future developmental directions, emphasizing the application of diverse research models and methodologies, expanding research topics, and integrating the diversity of human resources. To advance military leadership research, the study suggests incorporating models such as extreme leadership, reframing leadership, and indigenous leadership concepts like “Nauri Leadership.” Methodologically, it highlights the importance of enhancing qualitative research, applying advanced analytical techniques like multilevel modeling, and integrating perspectives from various academic disciplines. From the perspective of expanding research topics, this study advocates exploring core values, battlefield leadership, soldier leadership development programs, negative leadership, technological advancements and leadership, and the integration of human resource management models. Regarding the diversity of human resources, the study recommends addressing differences across hierarchical levels, generational characteristics such as those of MZ generations, followership, female military leadership, globalization, and integrated research across Army, Navy, and Air Force branches. This study provides meaningful insights for researchers and practitioners interested in military leadership by underscoring its significance and offering innovative ideas for research topics and methodologies based on a diagnosis of the current state of the field. The limitations and future directions of this research are discussed in the concluding section.
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Adeoti, Michael Olalekan, and Bala Ahmed Yabagi. "Innovative Work Behaviour, Leadership, and Performance of Public Tertiary Institutions: A Proposed Framework." Internatinoal Jouranl of Research 10, no. 7 (2023): 152–61. https://doi.org/10.5281/zenodo.8145565.
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<em>The aim of this study is to propose a framework and state propositions to be tested empirically in future studies. The researcher reviewed scholarly articles on the variables with the aim of stating propositions that are in agreement with theoretical perspectives and extant literature. Drawing from social exchange theory, this study proposed that there would be a positive relationship between innovative work behaviour and performance of public tertiary institutions. Further, a positive relationship between leadership styles (transformational and ethical) and performance of public tertiary institutions is predicted. This study recommends that management of public tertiary institutions and policy makers need to pay adequate attention to enhance productivity via encouragement of positive work attitudes and display of transformational abilities by the management of public tertiary institutions. In conclusion, this paper extends research on organizational performance by proposing a model that has the tendency to create </em><em>a positive improvement in public sector educational institutions. </em><em>However, there is a need for empirical studies to test the proposed relationships. </em>
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Downey, E., and K. Andress. "(A290) Coordinated Hospital Disaster Response: A Detailed Assessment of Leadership." Prehospital and Disaster Medicine 26, S1 (2011): s80—s81. http://dx.doi.org/10.1017/s1049023x11002743.
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IntroductionThe Hospital Preparedness Program, prompted by the 9/11 terrorist attacks, emphasizes the value of developing coordinated response capabilities by community leaders. Immediately following Hurricanes Katrina and Rita, this study examined the hospital emergency preparedness coordinators' leadership style and applied leadership theory to Louisiana planners as an integral part of a complex National Response Framework. This regionally coordinated system remains in place today and has been tested a minimum of 15 times in hurricane activations and state-wide exercises and drills.MethodsThree hospital groups participated: (1) regional coordinators representing nine geographic areas; (2) coordinators at acute care facilities; and (3) coordinators at non-acute care facilities. A total of 744 study participants represented over 150 hospitals. The Multifactor Leadership Questionnaire (Bass, 1995) assessed three dimensions of leadership style and the Emergency Preparedness Indicator assessed planning priorities, performance ratings, demographic variables of gender, education, and Healthcare Performance Partners (HPP) planning experience and disaster declarations.ResultsTransformational leadership was highest among all three groups and included characteristic of: idealized influence, idealized behaviors, inspirational motivation, intellectual stimulation, and individual consideration. Transactional leadership was highest (but still lower than transformational) among the non-acute care group and included characteristics of: contingent reward and management by exception (both active and passive). Gender and education were not significant predictors of leadership style but positive associations of time spent on emergency preparedness activities were found.ConclusionsPrevious studies reported the relationship of transformational leadership style to cohesion scores of 2.1. This study expands those results by further detailing leadership styles to the hospital emergency preparedness coordinator. It builds on a standardized approach to assess coordinator leadership style and effectiveness measures.
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Olabimitan, Benjamin Adegboyega, and Samson Toluwalase Adekoya. "Influence of Leadership Styles and Sex on Work Engagement among Private Sector Workers in Agbara, Ogun State, Nigeria." East African Journal of Arts and Social Sciences 6, no. 2 (2023): 57–68. http://dx.doi.org/10.37284/eajass.6.2.1379.
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This study examined the influence of leadership styles and sex on work engagement among employees of randomly selected private organisations in Agbara industrial estate, Ogun State. The study adopted a cross-sectional survey design, simple random and convenience sampling techniques in selecting participating organisations and 303 employees who participated in the study, respectively. These participants consisted of 110(36.3) below 25years of age, 117(38.6%) within 25-34years, 57(18.8%) within 35-44years, 17(5.6%) are within 45-54 years of age, while just 2(.7%) are above 55years; 183(60.4) are single, 105(34.7) are married, while 15(4.9) are divorced. In terms of educational attainment, 188(62.1%) had a Bachelor’s degree and above, 108(35.6%) had a diploma certificate, and 7(2.3%) were working with Senior Secondary School Certificate. In terms of organisational cadre, 10(3.3%), 34(11.2%), 40(13.2%) and 219(72.3%) are of the managerial, supervisory, machine operator and general employee cadre, respectively; 146(48.2%) had worked for less than 10years, 98(32.3) had been engaged in the organisation for between 10-19years, while 59(19.5%) had been in the organisations for 20years and more. Two standardised scales were utilised for data collection; they are a 17-item self-report Utrecht work engagement scale developed by Schaufeli and Bakker (2003) with Cronbach coefficient alpha of 0.93 and a 36-item multifactor leadership questionnaire (MLQ-5x) scale developed by Bass & Avolio (1995). Two hypotheses were raised and tested, and the results revealed a significant joint influence of transformational, transactional, and laissez-faire Leadership styles on work engagement [R² =.301, F= (42.99), P<.05]; independently, transformational leadership [β= .391, t= .6.611; P<.05] and transactional leadership styles [β= .213, t= 2.972; P<.05] had significant independent influence on work engagement, while laissez-faire leadership style [β= -.012, t= -.211; P>.05] had no significant influence on work engagement, therefore the hypothesis was partially accepted. The second hypothesis on sex showed there was no significant influence of sex on work engagement (t = -3.19, df (301). The results were discussed, and recommendations were raised for future studies based on some identified limitations of the study
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Azim, Mohammad Tahlil, Luo Fan, Md Aftab Uddin, Munshi Muhammad Abdul Kader Jilani, and Sumayya Begum. "Linking transformational leadership with employees’ engagement in the creative process." Management Research Review 42, no. 7 (2019): 837–58. http://dx.doi.org/10.1108/mrr-08-2018-0286.
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Purpose Given that individual creativity is a critical element to achieving organizational competitiveness, the purpose of this study is to attempt to investigate how transformational leadership (TL) drives employee creative process engagement (CPE) by improving their creative self-efficacy (CSE). Design/methodology/approach Analysis has been performed based on 194 responses from information and communication technology firms using a cross-sectional survey design. The study follows a deductive research approach to test the hypotheses. It uses SmartPLS2 and IBM SPSS 21 for a structural equation model. Findings The investigation finds that TL significantly predicts CPE, and CSE partially mediates the TL–CPE relationship. The result demonstrates that TL shapes an organizational climate conducive to the employees’ CPE by building employees’ self-efficacy. Research limitations/implications The study sample was drawn from a single sector of the Bangladeshi economy. The sampling design represents a limitation, for which the findings cannot be broadly generalized. Replications and augmentations of the study in various industrial areas will help test the robustness and generalizability of the discoveries. Practical implications TL and CPE are desirable organizational outcomes across all cultures. From a practical standpoint, the outcomes demonstrate that TL is linked to CPE and CSE among information and communication technology employees. This study extends the appropriateness of CSE into Asian countries. Notably, it provides additional insight into a contemporary TL model that can unequivocally impact leadership development in the Bangladeshi information and communication technology firms. Managers or chief executive officers in the small and medium enterprises are expected to exhibit TL attributes by designing a supportive organizational climate that will motivate employees to exhibit creative activities. Social implications TL transforms employees’ psychological state to get them to engage in creative processes, benefiting the organizational stakeholders by their unconventional creative behavior. The TL-driven innovative outcome through employees’ CPE contributes to the development of social well-being. Originality/value This paper adds significance to the extant literature regarding the determinants of the mediating impact of CSE on TL and CPE from the viewpoints of information and communication technology firms, particularly from developing countries, such as Bangladesh. It also contributes to reconcile the findings of the previous studies around the globe in both developed and developing countries.
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Virgiawan, Ade Riandi, Setyo Riyanto, and Endri Endri. "Organizational Culture as a Mediator Motivation and Transformational Leadership on Employee Performance." Academic Journal of Interdisciplinary Studies 10, no. 3 (2021): 67. http://dx.doi.org/10.36941/ajis-2021-0065.
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The research process begins by identifying problems in the Ministry of Public Works and Public Housing (PUPR) of the Republic of Indonesia. These several targets were not achieved by the end of 2019, sorting and conducting problem formulation, data collection, and preliminary studies. This process starts from January 2020 to May 2020. Following the research objectives, the research design used was a descriptive causal study with the variable Motivation, Transformational Leadership, and Organizational Culture as the independent variable and the Employee Performance variable as the dependent variable. The study population was all PUPR civil servants who had duties and directly related to planning activities and reporting systems. Respondents were selected using a purposive sampling technique. Using the sample size technique from Slovin, the number of respondents in this study was 120 respondents. Field data collection was carried out by survey method using questionnaires, which were processed using Structural Equation Modeling (SEM) using the Partial Least Square (SmartPLS) version 3.0 program. The results show that the performance of the state civil servants at the Ministry of PUPR of the Republic of Indonesia is positively and significantly influenced by work culture, especially in the use of working time effectively and efficiently, and is closely related to how well a superior is as a role model who gives an example to subordinates in implementing time management well.
 
 Received: 4 January 2021 / Accepted: 22 March 2021 / Published: 10 May 2021
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الحربي, Mohammed Moawad. "Engineering Leadership and Sustainable Smart Manufacturing: Literature Review with Focus on Contemporary Era (2000-2020)." Journal of engineering sciences and information technology 6, no. 4 (2022): 100–132. http://dx.doi.org/10.26389/ajsrp.a161221.
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This study aims to explore the effective engineering leadership competencies and understanding engineering leaders’ role in achieving sustainable smart manufacturing (SSM) with focus on contemporary era (2000-2020). There will be an attempt to provide better understanding of the definition of engineering leadership and its importance in the future in the light of Industry 4.0. Besides, it intends to explore the main leadership competencies that engineers need to balance and achieve TBL sustainability and explore the common challenges and obstacles. Using the literature review approach, the study is based on a multidisciplinary approach that combines three different disciplines, namely engineering leadership, sustainability leadership and leadership 4.0. The study’s novelty lays in merging all these different leadership approaches together in one study. The study showed that most engineering leadership research focused on entry-level engineers to equip them with essential non-technical skills. in the majority of the engineering leadership studies related to population size, no general agreement of what engineering leadership is, use of different leadership models, and investigation of different leadership levels, sectors, and geographical areas because most of the studies have been conducted in Canada and the USA. The study also showed that sustainability is one of the fundamental goals of Industry 4.0. Although smart SM and Industry 4.0 have drawn the interest of the science community and industry in recent years, attempts to analyse the state of the art of these two emerging paradigms still lack in the literature. The situational, transformational, transactional, and authentic leadership styles appeared more than others in the reviewed studies. Finally, the results of the study will help industry to recruit effective leaders and improve leadership programme development. It will boost the engineering curriculum to prepare future engineers with the required leadership competencies required by the industry to overcome obstacles during the new industrial revolution.
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Santa, Bahadur Thapa. "Elite Capture and Misgovernance in South Asia: A Critical Analysis." Global Journal of Arts Humanity and Social Sciences 5, no. 5 (2025): 459–66. https://doi.org/10.5281/zenodo.15559833.
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<em>This paper critically examines governance failures and inadequate accountability in South Asia, drawing on a historical-critical analysis of state-society relations and a political economy of knowledge. It argues that the region suffers from a significant deficit in developmental leadership and a severe breakdown of trust in democratic processes and institutions. </em> <em>The research employs a historical-critical analysis and a political economy of knowledge framework, with case studies from India, Pakistan, Bangladesh, and Sri Lanka illustrating instances of failed leadership. Significant findings indicate widespread corruption across all societal levels, pervasive political instability, and social inequality exacerbated by elite capture of welfare programs, leading to persistent poverty. Public trust in institutions remains notably low, especially towards political parties, further undermining governance. </em> <em>The conclusion emphasizes the urgent need for transformational leadership and robust accountability mechanisms to address the systemic misgovernance and improve the welfare of South Asian populations.</em>
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Chiwisa, Chilufya. "The Role of Leadership in Crisis Management: A Literature Review." Journal of Human Resource and Leadership 9, no. 3 (2024): 48–65. http://dx.doi.org/10.47604/jhrl.2844.
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Purpose: The purpose of this study is to collect and analyze arguments and counterarguments about the role of leadership in crisis management. The aim is to enhance the existing knowledge in this field by examining and evaluating recent studies on the role of leadership in crisis management within organizational settings. An analysis of the literature examines the explanations of the nature of crises and leadership styles for crisis management. This analysis aims to develop a theoretical framework that may guide companies in their activities to effectively handle a crisis Methodology: This study is a literature review that examines the role of leadership in crisis management. Abstracts containing the phrase 'the role of leadership in crisis management' were kept for the further stages of the research project. The method ensured that the publications provided a thorough and extensive examination of the function of leadership in crisis management. Abstracts that fulfilled these criteria were categorized as either one or two, depending on the importance of their topic and the empirical evidence they presented. Abstracts that received high ranking were thoroughly scrutinized and selected for further examination based on the inclusion of key terms and the discussion of leadership's role in crisis management across the main portions of the articles. This method ensured to present a conceptual model that focuses on the proactive aspects and variables of the crisis management process. The report examined different leadership styles in crisis management as discovered by academic researchers and empirical studies. A thorough evaluation of multiple literary sources was conducted to assess their contribution to the research. Findings: The findings of the study showed that there is no leadership style that can be considered universally effective. The selection of a leadership style is contingent upon several factors, including the competency and conditions of the followers, as well as other variables. There is no one-size-fits-all strategy to effective leadership, since leaders need to adapt their tactics to fit the individual conditions influenced by internal and external forces. Unique Contribution to Theory, Practice and Policy: The academic theories i.e. transformational, transactional and charismatic leadership theories and concepts on crisis management and the role of leadership discussed in this study acknowledge how critical leadership is in crisis management, especially given the frequency and severity of crises organizations face today, such as natural disasters, economic recessions, global pandemics, and cybersecurity threats. In times of crisis, leadership is seen as an essential requirement for creating a proactive organizational environment and culture. These theories and models provide useful pillars for navigating different crises. The study provides a thorough grasp of the role of leaders in crisis management. Transformational leadership, for example, inspires followers to put the organization's goals above their own and encourages change and transformation to reduce environmental risks and disasters. The transformational leadership theory places emphasis on symbolic behavior and the role of leaders in motivating followers to surpass expectations and achieve success; transactional leadership offers rewards if staff follow their aims and receive recognition from the company. Effective compensation systems motivate employees to provide excellent service and address challenges; and charismatic leadership, provides the leader with the chance to exhibit innovation and depart from the current state of affairs in order to develop a solution for the problem. In times of crises, it offers the leader an opportunity to rally support from the followers.
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Bogel, Gayle. "School Libraries Play an Active, Transformational Role in Student Learning and Achievement." Evidence Based Library and Information Practice 1, no. 4 (2006): 49. http://dx.doi.org/10.18438/b8hs3g.
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A review of:
 
 Todd, Ross J. “Student Learning Through Ohio School Libraries: A Summary of the Ohio Research Study.” Ohio Educational Library Media Association 15 Dec. 2003. Ohio Educational Library Media Association (OELMA), 2004. 15 Nov. 2006
 http://www.oelma.org/StudentLearning/documents/OELMAResearchStudy8page.pdf.
 
 Objective – This study explored links between school libraries and student learning outcomes that were defined in a multidimensional context, using data provided by the students themselves. The researchers examined learning outcomes that reached beyond the existing correlations of school library services and standardized test scores. Insight was provided into the interactions between students and school libraries that affect student learning. An overarching goal of the study was to establish ongoing dialogue to focus on evidence based practices that may lead to continuous improvement in school library services and to provide the basis for further research.
 
 Design – Web based survey.
 
 Subjects – Participants were 13,123 students in grades 3-12 and 879 faculty at 39 schools across the state.
 
 Setting – Ohio Public school libraries. 
 
 Methods – Thirty-nine effective school libraries, staffed by credentialed school librarians, were chosen through a judgment sampling process, using criteria based on Ohio Guidelines for Effective School Library Media Programs. The guidelines are aligned to academic content standards, assessments, resources, and professional development.
 
 Two web based surveys were used to collect quantitative and qualitative data from students and faculty: 
 
 The Impacts on Learning Survey, composed of Likert scale responses to 48 statements and an open-ended critical incident question for students.
 The Perceptions of Learning Impacts Survey was a similar survey for faculty.
 
 Survey questions were based on Dervin’s theory of information seeking that advances the idea of ‘helps’ as the constructive process of bridging gaps in information use that lead to new knowledge or making sense (sense-making) in relation to a perceived information need (Todd and Kuhlthau). The term ‘helps’ includes both inputs (help that the school library provides in engaging students in learning) and outputs (learning outcomes of academic achievement and active agency in the learning process). 
 
 The survey statements included a combination of conclusions based on selections from school library research studies, and the Information Literacy Standards for Student Learning from the American Association of School Librarians’ Information Power: Building Partnerships for Learning.
 
 The two surveys were used to triangulate multiple sources of data to illustrate the “helps” provided by the school library to student learning. Students were also given the opportunity to describe “helps” in their own words in an open-ended critical incident question.
 
 Main results – The data showed that the selected effective school libraries were perceived as providing ‘helps’ in dynamic ways that appeared to have a transformative effect on student learning. School libraries and librarians were viewed as having an active role in the learning process. Of the students surveyed, 99.4 % believed that school libraries helped them become better learners. The results were grouped into seven blocks of ‘help’ concepts that frame the contributions of the school library and the school librarian to student learning (Table 1). 
 
 The study noted that perceptions of the effect of school libraries are strongest for elementary students, and perceptions of the effect decrease as students move through middle and high school. Comments from students indicate that mastery of information skills that lead to independent learning may contribute to the perception that the library is not as strong a ‘help’ in later school years. 
 
 In ranking the mean scores of the block concepts, the effective school library ranked strongest as a resource agent and technical agent, to support student research and projects with both print and non-print resources. The qualitative data further clarified student perceptions that the library contributed to individualized learning, knowledge construction, and academic achievement. Instructional interventions that benefited from contributions by the librarian included conducting research effectively; identifying key ideas; analyzing, synthesizing, and evaluating information; and developing personal conclusions. 
 
 In comparing student and faculty data, there was consistency in the perception of value in the top three conceptual groups of “helps”: libraries as resource agents, as agents for information literacy development, and as agents for knowledge construction. 
 
 Conclusion – The data analysis illustrated that school libraries were actively involved in student learning and were perceived as important factors in student learning and achievement by both students and faculty. Consistency throughout the sample showed perceptions of multiple effects of school 
 libraries in facilitating student learning for building knowledge. 
 
 Student comments and survey results showed that students perceived the library as providing strong support for reading for curriculum and informational needs and as less helpful with regard to individual reading for pleasure or personal pursuits. The study speculates that perhaps the emphasis on academics and test-oriented schooling may leave students little time to pursue independent reading interests during school hours.
 
 The study identified factors for effective school libraries: informational, transformational, and formational elements. These factors may be used as building blocks for shaping practices that help effective school libraries bring about student achievement. 
 
 Informational: Resources, technological infrastructure, and reading resources.
 Transformational: Information literacy, technological literacy, and reading engagement.
 Formational: Knowledge creation, use, production, dissemination, values, and reading literacy. 
 
 The visual model of the factors for effective practice and their relationship to student outcomes will be of particular help to practitioners. (Todd and Kuhlthau 23)
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Agrawal, Swati. "Role of Sub-constructs of Psychological Capital and Transformational Leadership in Engaging Employees in Service Sector." Business Perspectives and Research 8, no. 2 (2020): 244–56. http://dx.doi.org/10.1177/2278533719887455.
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The purpose of this study is to examine the relationship between transformational leadership (TL) and employee engagement through the mediating role of the sub constructs of psychological capital. The article has used a single cross-sectional descriptive design. The sample consisted of 450 full-time employees working in the service sector in India. The data were mainly analyzed through structural and measurement model. The result of the study revealed that TL has an influence on employee engagement. The relationship between TL and employee engagement is mediated by sub-construct hope of psychological capital. Implication of this study is of high importance for organizations continuously working to increase the level of employee engagement to further enhance competitiveness. Prior research has examined the antecedents of employee work engagement, but little is known about the role of TL and a positive psychological state, in shaping employee work engagement. Imparting TL training and style can help to generate psychological capital which will positively drive employee engagement. Organizations with transformational leaders will be able to make employees feel valued and happy by igniting feeling of hope. The engaged workforce will result in the positive social outcome. This study is original as earlier studies have not explored the important role of hope and also optimism as dimensions of psychological capital. The article supports the critical role of leadership and psychological capital in creating highly engaged employees which have not been studied in an Indian context with specific focus to the service sector.
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Epley, Hannah K., Christy D. Clary, and Erin S. Dailey. "Learning, Idea Sharing, and Transfer From a State 4-H Camp Counselor Workshop." Journal of Youth Development 16, no. 1 (2021): 126–48. http://dx.doi.org/10.5195/jyd.2021.970.
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Making eXtreme Counselors is a winter statewide camp counselor training workshop to prepare for the camp season. This training brings teens throughout Ohio together to help prepare them to serve as camp counselors in their own counties. Participants engage in competency-focused breakout sessions led by a variety of 4-H professionals, keynote presentations, and peer-to-peer sharing and interactions. To evaluate the workshop’s impact on the summer camping program, data from both teen participants and the 4-H professionals who worked with them were collected following the program for 3 years. Results indicated high ratings on gaining or enhancing skills related to leadership, teamwork, and the camping-related competencies covered in the workshop. In addition, the results indicated that participants shared ideas learned at the workshop with others and transferred their learning from the training to their performance as a camp counselor. Youth development professionals can adopt similar training strategies to enhance participants’ skills.
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Kudryachenko, A., and V. Soloshenko. "Azerbaijan Republic: Foundations of Successful Transformational Reformations." Problems of World History, no. 16 (December 16, 2021): 155–74. http://dx.doi.org/10.46869/2707-6776-2021-16-7.
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The article deeply analyzes the difficult thirty-year practice of the development of the Republic of Azerbaijan in the context of considering the main components that made it possible to overcome the huge crisis phenomena and challenges that called into question the very existence of the state in the first post-Soviet years, and entering the trajectory of socio-economic development and recovery. The authors argue that it is the strengthening of all state institutions, a balanced consolidating strategy of Azerbaijan studies, skillfully and quickly carried out broad economic reforms, rational approaches to attracting foreign direct investment and creating an appropriate business climate that have been and remain the engines of positive socio-economic transformations.
 The end of the military confrontation, the departure from the attitudes of extreme nationalism, as well as a number of unpopular measures that were taken under the firm leadership of Heydar Aliyev, were used to overcome separatism and disintegration phenomena, at the same time, human and organizational resources were subordinated to the preservation of Azerbaijan’s national identity and growth public consciousness of its society.
 The recovery of economic growth in post-Soviet Azerbaijan is inextricably linked with the development of oil resources on the shelf of the Caspian Sea. This was facilitated by a stable domestic and foreign policy, constitutional and legal framework for the development of entrepreneurship, which allows attracting foreign direct investment in the long term.
 At the present stage, official Baku professes strategic goals for the formation of a socially-oriented, diversified national economy, strengthening its free market relations and the ability to self-development in the context of trends in the world economy. This is facilitated by measures to implement a long-term strategy for the management of oil and gas revenues and a program for the socio-economic development of the regions of the Republic of Azerbaijan.
 Consequently, the national consolidation, economic growth of Azerbaijan along with the development of the armed forces have become effective factors in the restoration of territorial integrity and the return of uncontrolled territories and their modern restoration.
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Bett, Benaihia Kiptoo, and Allan Kihara. "Monitoring and Evaluation for Education and Accountability in Edmund Rice Foundation Australia Nairobi County." Journal of Business and Strategic Management 7, no. 4 (2022): 43–69. http://dx.doi.org/10.47941/jbsm.1090.
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Purpose: This study examined the relationship between corporate governance attributes and performance of state-owned enterprises through review of literature. The study specifically sought to establish the relationship between corporate governance attributes of accountability, transparency, transformational leadership and stakeholder engagement; and performance of state-owned enterprises with government policy objective as the mediating variable. The study was anchored on Agency, Signalling, Transformational Leadership and Stakeholder Theories to narrow the literature gap.
 Methodology: The study adopted desk research design through reviewing of relevant literature relating to corporate governance attributes and performance of state-owned enterprises. The study also summarized major contributions of significant studies on the relationship between corporate governance and performance. In addition, the study discussed the theoretical and methodological gaps in the reviewed literature on corporate governance and performance for further research.
 Findings: Reviewed primary and secondary literature sources showed that, more transparency allows for greater accountability and contributes to better performance by state-owned enterprises. Further, countries that have been able to improve their corporate governance standards and practices have also been able to improve the business environment for and performance of both private and state-owned companies. In addition, SOEs’ performance is influenced by adoption and implementation of corporate governance practices. However, the difference in financial performance of SOEs may be due to several factors including set government policy objectives that constrain the performance of the SOEs. Moreover, countries with ineffective governance and low accountability continue to experience weak SOE performance, poor delivery of public services, stifled competitiveness and growth including through the crowding-out of private companies and increased opportunities for political patronage and corruption.
 Unique contribution to theory, practice and policy: The study recommended that the principal objective of SOE reforms should be to improve SOEs’ accountability and efficiency by establishing and enforcing adequate reporting of their performance while holding them accountable for reaching or their targets. In addition, the state ownership policy should fully recognize SOE’s responsibilities towards stakeholders and request that SOEs report on their relations with stakeholders. Further, it should make clear any expectations the state has in respect of responsible business conduct by SOE.
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Bilimoria, Diana, and Lynn T. Singer. "Institutions Developing Excellence in Academic Leadership (IDEAL)." Equality, Diversity and Inclusion: An International Journal 38, no. 3 (2019): 362–81. http://dx.doi.org/10.1108/edi-10-2017-0209.
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PurposeThe purpose of this paper is to describe the objectives, activities and outcomes of the National Science Foundation ADVANCE project, Institutions Developing Excellence in Academic Leadership (IDEAL) during 2009–2012. The goal of IDEAL was to create an institutional learning community empowered to develop and leverage knowledge, skills, resources and networks to transform academic cultures and enhance gender equity, diversity and inclusion in science, technology, engineering and math (STEM) disciplines at six research universities in the northern Ohio region. Over the three-year period, these institutions developed academic leaders and institutionalized gender equity transformation through multi-dimensional and multi-level initiatives, improving the advancement and leadership of women faculty in STEM disciplines.Design/methodology/approachThe authors describe the objectives, activities and outcomes of the NSF ADVANCE project, IDEAL during 2009–2012. The six research institutions included in IDEAL were Bowling Green State University, Case Western Reserve University (the lead institution), Cleveland State University, Kent State University, University of Akron and University of Toledo.FindingsIDEAL’s outcomes included the institutionalization of a number of gender equity initiatives at each university, an increase in the number of tenured women faculty in science and engineering disciplines over three years across the six universities, and increases in the numbers of women in faculty and administrative leadership positions. Out of 62 of the IDEAL participants (co-directors and change leaders), 25 were promoted or appointed to roles of leadership within or beyond their institutions during or after their participation in IDEAL. A number of new institutional collaborations and exchanges involving the six universities occurred during and emerged from IDEAL. An integrative model of the IDEAL program is developed, describing the nested components of each institution’s gender equity transformation within the IDEAL partnership consortium and the larger NSF ADVANCE community, and highlighting the dynamic interactions between these levels.Social implicationsThe IDEAL program demonstrates that systemic change to achieve equity for women and underrepresented minority faculty in STEM disciplines must be rooted on individual campuses but must also propagate among higher education systems and the broader scientific community. The effort to develop, sustain and expand the IDEAL partnership model of institutional transformation (IT) in higher education illuminates how innovative, context-sensitive, cost-effective and customized institutional strategies may be implemented to advance gender equity, diversity, inclusion and leadership of women faculty at all levels across the country.Originality/valueThis is an original description of a unique and distinctive partnership among research universities to foster gender equity IT. The manuscript details the objectives, activities and outcomes of the IDEAL program, established with the aim of broadening participation in the STEM academic workforce and advancing gender equity, diversity and inclusion in institutions of higher education. An integrative model is developed, illustrating the key components and outcomes of the IDEAL program.
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Azeez, T. A. "Healthcare delivery in Sub-Saharan Africa: exploring the impact of leadership theories and styles." Rwanda Medical Journal 80, no. 2 (2023): 69–87. http://dx.doi.org/10.4314/rmj.v80i2.6.
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Health care delivery involves the dispensation and provision of services that promote and maintainthe health of the people. The World Health Organization recognizes leadership and governance asone of the major pillars of an efficient healthcare delivery system. Effective leadership is integralto organizational success. The World Bank rates the healthcare delivery systems in sub-SaharanAfrica as one of the worst globally. Previous studies have demonstrated that poor leadership has asubstantial contribution to the moribund state of healthcare delivery in the sub-continent.Transactional leaders incentivize workers to boost their morale but gives no room for errors whichare bound to happen in sociological systems. Transformational leaders motivate and empower thesubordinates who can misuse the authority given to them. Contingency leaders analyze situationsbefore taking critical decisions but there are many unknown variables. The traits theory says thatgreat leaders are born. This however discourages inclusivity and diversity. Additionally, leaderscan be trained but they don’t turn out to have the same effectiveness despite undergoing similartraining. Functional leaders aim to eliminate bureaucracy and prioritize organization’s goalsbut organizational change management is complicated in reality. For the integrated approach,everything matters but nobody knows everything.This narrative review aims to examine how each leadership theory and style could be applied toadvance healthcare delivery in sub-Saharan Africa and found different leadership styles with theassociated merits and demerits but the hybrid approach that analyzes relevant variables would bethe optimal approach to reinvigorate healthcare delivery in sub-Sahara Africa.
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Riaz, Zeeshan, Mariyam Qadir, and Samina Nawab. "Role of Transactional Leadership in Employee Performance: The Mediating Role Psychological Empowerment." Inverge Journal of Social Sciences 2, no. 2 (2023): 19–53. https://doi.org/10.63544/ijss.v2i2.23.
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This research focuses on the impact of "Transactional leader’s behaviour on job performance of knowledge employees". Taking enterprise knowledge employees as the research object and by introducing the psychological empowerment as the mediating variable, this research explores the impact of transactional leadership style on the job performance of knowledge employees. The first part is the introduction, which introduces the background of the study, research gap, problem statement, research questions, research objectives, and significance of the study, assumptions and delimitations, definition of key words. The second part is the literature review, which reviews the previous researches on the concepts, affecting factors and dimensions of research variables such as transactional leadership style, employee work performance and psychological empowerment. These laid a solid theoretical foundation for this research. The third part is the research design. On the basis of the previous research, the research model of this paper is constructed, there search hypothesis proposed and the research questionnaire designed by referring to the mature scale studied by the previous researchers. The fourth part is empirical research, which takes knowledge employees of state-owned enterprises in Pakistan as the research object. A total of 662 respondents data were obtained by means of questionnaire survey, and the reliability and validity analysis, difference analysis, correlation analysis, main hypothesis test and adjustment effect test were conducted on the collected data using SmartPLS V.3 and SPSS 25.0, partly verifying the theoretical model and research hypothesis. The fifth part is conclusion and prospect. This study draws research conclusions through the empirical research data results. 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